PERAN LOCUS OF CONTROL SEBAGAI MEDIASI TERHADAP HUBUNGAN KEPUASAN KERJA DENGAN COUNTERPRODUCTIVE WORK BEHAVIOR
Keywords:
Kepuasan Kerja, Counterproductive work behaviour, LOC
Abstract
Counterproductive work behaviour atau CWB adalah pelanggaran terhadap norma organisasi, perilaku destruktif atau disfungsional yang merugikan organisasi. Counterproductive bisa menyebabkan penurunan produktiftas kerja. Salah satu yang menjadi kunci penyebab counterproductive adalah Kepuasan Kerja. Karyawan yang memiliki kepuasan kerja akan berpikir untuk melakukan counterproductive. Disisi lain LOC juga berperan dalam mengendalikan diri atas peristiwa yang terjadi dalam hidup sehingga diharapkan variable ini mampu memperkut hubungan diantara dua variabel tersebut. Penelitian ini bertujuan untuk menguji LOC sebagai mediasi pada hubungan Kepuasan Kerja terhadap counterproductive work behaviour. Penelitian ini menggunakan metode kuantitatif dengan teknik total sampling dan melibatkan 72 partisipan yang bekerja di STIKES Banyuwangi. Pengambilan data menggunakan skala Kepuasan Kerja, counterproductive work behaviour scale,dan LOC scale. Analisis data menggunakan SPSS oleh Hayes. Hasil penelitian menunjukkan bahwa LOC memediasi hubungan antara kepuasan kerja dengan counterproductive work behaviour. Dimana ketika LOC tinggi maka akan memperkuat kepuasan kerja sehingga kontraproduktif akan menurun.
References
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[1] B. O. Ehigie and S. H. A., “Emotional Intelligence And Organizational Constraints As Predictors Of Counterproductive Work Behaviour Among Teachers In Abeokuta Metropolis, Ogun State,” Int. J. Sci. Res. Publ., vol. 10, no. 06, pp. 866–872, 2020, doi: 10.29322/ijsrp.10.06.2020.p102102.
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[14] Herawati, L., & Apiati, V. (2018). Analisis faktor individual LOC. Jurnal Siliwangi: Seri Pendidikan, 4(1), 1–4Mount, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59 (3), 591-622.
[15] Ikhsan, Bramulya, 2020.Aktivitas Cyberloafing di Tempat Kerja. https://onlinelearning.binus.ac.id/business-management/post/aktivitas-cyberloafing-di-tempat-kerja
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[17] I. IUche, O. George, and W. Abiola, “Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector,” Acta Univ. Sapientiae, Econ. Bus., vol. 5, no. 1, pp. 117–138, 2017, doi: 10.1515/auseb-2017-0006.
[2] Iqbal, S., Guohao, L., & Akhtar, S. (2017). Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affeting Employee Retention. Review of Public Administration and Management, 05(03). https://doi.org/10.4172/2315-7844.1000229
[18] Kerja, K., & Pariyanti, E. (2020). Jurnal Bisnis dan Ekonomi Mengurangi Perilaku Menyimpang di Tempat Kerja. 27(2), 179–190.
[19] Mapuranga, M., Maziriri, E. T., Rukuni, T. F., & Lose, T. (2021). Employee Organisational Commitment and the Mediating Role of Work LOC and Employee Job Satisfaction: The Perspective of SME Workers. Journal of Risk and Financial Management, 14(7), 306.
[20] Muhonen, T., & Torkelson, E. (2004). Work LOC and its relationship to health and job satisfaction from a gender perspective. Stress and health: journal of the international society for the investigation of stress, 20(1), 21-28.
[21] Neill, James.(2006). What is LOC?. Retrived May 19, 201, from http://www.wilderdom.com/psychology/loc/LocusOfControlWhatIs.html
[22] Pruzinsky, M., & Mihalcova, B. (2017). Employee Satisfaction and Knowledge Management. 12th International Workshop on Knowledge Management | School of Management (VŠM) in Trenčín, Slovakia, October, 12–13. http://www.cutn.sk/Library/proceedings/km_2017/PDF_FILES/12_Pruzinsky-Mihalcova-100-116.pdf
[23] Sundawa, I. N., Sumiyati, S., & Purnama, R. (2019). Fenomena Rendahnya Kinerja Karyawan Bagian Produksi Laksana Home Metal Industri Bandung. Strategic : Jurnal Pendidikan Manajemen Bisnis, 18(2), 65. https://doi.org/10.17509/strategic.v18i2.17594
[24] Sambung, R. (2019). Job Satisfaction on Employee Performance; Counterproductive Work Behavior and Organizational Citizenship Behavior as Mediations. International Journal of Economic Behavior and Organization, 7(3), 50-56.
[25] Spector, P. E., & Fox, S. (2005). The Stressor-Emotion Model of Counterproductive Work Behavior.
[26] Spector, P. E., Fox, S., & Domagalski, T. (2006). Emotions, violence and counterproductive work behavior. Handbook of workplace violence, 29, 46.
[27] Uche, I. I., George, O., & Abiola, W. (2017). Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector. Acta Universitatis Sapientiae, Economics and Business, 5(1), 117–138. https://doi.org/10.1515/auseb-2017-0006
[28] Wei, F., & Si, S. (2013). Tit for tat? Abusive supervision and counterproductive work behaviors: The moderating effects of LOC and perceived mobility. Asia Pacific Journal of Management, 30(1), 281-296.
[2] Atmaja, Purwa Prawira. 2017. Psikologi Kepribadian dengan Perspektif Baru. Yogjakarta: Ar- Ruzz Media.
[3] Bennett, R.J. and Robinson, S.L. (2000) Development of a Measure of Workplace Deviance. Journal of Applied Psychology, 85, 349-360
[4] B. L. Yoseanto, “Gambaran Counterproductive Work Behavior (Cwb) Pt X (Perusahaan Konstruksi Di Jakarta),” J. Muara Ilmu Sos. Humaniora, dan Seni, vol. 1, no. 2, p. 456, 2018, doi: 10.24912/jmishumsen.v1i2.971.
[5] Bowling, N. (2010). Effects of job satisfaction and conscientiousness on counterproductive work behaviors. Journal of Business Psychology, 25(1), 119–130.
[1] B. O. Ehigie and S. H. A., “Emotional Intelligence And Organizational Constraints As Predictors Of Counterproductive Work Behaviour Among Teachers In Abeokuta Metropolis, Ogun State,” Int. J. Sci. Res. Publ., vol. 10, no. 06, pp. 866–872, 2020, doi: 10.29322/ijsrp.10.06.2020.p102102.
[6] Charless Sibero, Neila Ramdhani, M.Si., M.Ed., P. . (2018). Hubungan Kontrol Diri Pada Perilaku Kerja Kontraproduktif Dengan Work Engagement Sebagai Pemoderasi. Thesis.
[7] Chen, Jui-Chen, and Colin Silverthorne. 2008. The impact of LOC on job stress, job performance and job satisfaction in Taiwan. Leadership and Organization Development Journal 29: 572–82.
[8] Dayakisni, T & Yuniardi, S. (2012). Psikologi Lintas Budaya (Ed.revisi). Malang: UMM press
[9] Dalal, R. S. (2005). A meta-analysis of the relationship between organizational citizenship behavior and counterproductive work behavior. Journal of Applied Psychology, 90(6), 1241–1255.
[10] D. P. Amalia and M. Zakiy, “Working Period As A Moderating Variable Of Work Family Conflict, Work Stress, And Turnover Intention On Contraproductive Work Behavior (Case Study On Bca Syariah),” Perisai Islam. Bank. Financ. J., vol. 5, no. 2, pp. 227–246, 2021, doi: 10.21070/perisai.v5i2.1363
[11] Ehigie, B. O., & A., S. H. (2020). (“Working Period As A Moderating Variable Of Work Family Conflict, Work Stress, And Turnover Intention On Contraproductive Work Behavior (Case Study On Bca Syariah),” 2021). International Journal of Scientific and Research Publications (IJSRP), 10(06), 866–872. https://doi.org/10.29322/ijsrp.10.06.2020.p102102
[12] Fox, S., Spector, P. E., & Miles, D. (2001). Counterproductive work behavior (CWB) in response to job stressors and organizational justice: Some mediator and mediasi tests for autonomy and emotions. Journal of vocational behavior, 59(3), 291-309.
[13] Hani, T. Handoko. 2014. Manajemen Personalia dan Sumber Daya Manusia. Yogyakarta :BPFE-Yogyakarta.
[14] Herawati, L., & Apiati, V. (2018). Analisis faktor individual LOC. Jurnal Siliwangi: Seri Pendidikan, 4(1), 1–4Mount, M., Ilies, R., & Johnson, E. (2006). Relationship of personality traits and counterproductive work behaviors: The mediating effects of job satisfaction. Personnel Psychology, 59 (3), 591-622.
[15] Ikhsan, Bramulya, 2020.Aktivitas Cyberloafing di Tempat Kerja. https://onlinelearning.binus.ac.id/business-management/post/aktivitas-cyberloafing-di-tempat-kerja
[16] N. Sundawa, S. Sumiyati, and R. Purnama, “Fenomena Rendahnya Kinerja Karyawan Bagian Produksi Laksana Home Metal Industri Bandung,” Strateg. J. Pendidik. Manaj. Bisnis, vol. 18, no. 2, p. 65, 2019, doi: 10.17509/strategic.v18i2.17594.
[17] I. IUche, O. George, and W. Abiola, “Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector,” Acta Univ. Sapientiae, Econ. Bus., vol. 5, no. 1, pp. 117–138, 2017, doi: 10.1515/auseb-2017-0006.
[2] Iqbal, S., Guohao, L., & Akhtar, S. (2017). Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affeting Employee Retention. Review of Public Administration and Management, 05(03). https://doi.org/10.4172/2315-7844.1000229
[18] Kerja, K., & Pariyanti, E. (2020). Jurnal Bisnis dan Ekonomi Mengurangi Perilaku Menyimpang di Tempat Kerja. 27(2), 179–190.
[19] Mapuranga, M., Maziriri, E. T., Rukuni, T. F., & Lose, T. (2021). Employee Organisational Commitment and the Mediating Role of Work LOC and Employee Job Satisfaction: The Perspective of SME Workers. Journal of Risk and Financial Management, 14(7), 306.
[20] Muhonen, T., & Torkelson, E. (2004). Work LOC and its relationship to health and job satisfaction from a gender perspective. Stress and health: journal of the international society for the investigation of stress, 20(1), 21-28.
[21] Neill, James.(2006). What is LOC?. Retrived May 19, 201, from http://www.wilderdom.com/psychology/loc/LocusOfControlWhatIs.html
[22] Pruzinsky, M., & Mihalcova, B. (2017). Employee Satisfaction and Knowledge Management. 12th International Workshop on Knowledge Management | School of Management (VŠM) in Trenčín, Slovakia, October, 12–13. http://www.cutn.sk/Library/proceedings/km_2017/PDF_FILES/12_Pruzinsky-Mihalcova-100-116.pdf
[23] Sundawa, I. N., Sumiyati, S., & Purnama, R. (2019). Fenomena Rendahnya Kinerja Karyawan Bagian Produksi Laksana Home Metal Industri Bandung. Strategic : Jurnal Pendidikan Manajemen Bisnis, 18(2), 65. https://doi.org/10.17509/strategic.v18i2.17594
[24] Sambung, R. (2019). Job Satisfaction on Employee Performance; Counterproductive Work Behavior and Organizational Citizenship Behavior as Mediations. International Journal of Economic Behavior and Organization, 7(3), 50-56.
[25] Spector, P. E., & Fox, S. (2005). The Stressor-Emotion Model of Counterproductive Work Behavior.
[26] Spector, P. E., Fox, S., & Domagalski, T. (2006). Emotions, violence and counterproductive work behavior. Handbook of workplace violence, 29, 46.
[27] Uche, I. I., George, O., & Abiola, W. (2017). Counterproductive Work Behaviors: a Socio-Demographic Characteristic-Based Study among Employees in the Nigerian Maritime Sector. Acta Universitatis Sapientiae, Economics and Business, 5(1), 117–138. https://doi.org/10.1515/auseb-2017-0006
[28] Wei, F., & Si, S. (2013). Tit for tat? Abusive supervision and counterproductive work behaviors: The moderating effects of LOC and perceived mobility. Asia Pacific Journal of Management, 30(1), 281-296.
Published
2022-12-24
How to Cite
Toga, E. and Yoelianita, B. (2022) “PERAN LOCUS OF CONTROL SEBAGAI MEDIASI TERHADAP HUBUNGAN KEPUASAN KERJA DENGAN COUNTERPRODUCTIVE WORK BEHAVIOR”, Jurnal Ilmiah Hospitality, 11(2), pp. 1349-1358. doi: 10.47492/jih.v11i2.2366.
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Articles
